AVP, People and Culture

Role Overview

A leading independent asset management firm headquartered in Toronto is looking for an AVP, People & Culture to help shape and deliver its people strategy during a period of continued growth. The organization manages approximately $60 billion in assets and serves a broad international client base across public and private markets. This position reports to the Chief Human Resources Officer and will take a senior leadership role in advancing talent, culture, and organizational capability.

The role is designed for an experienced people leader who can combine strategic thinking with strong execution. It will involve working closely with business leaders to strengthen the firm’s leadership pipeline, improve performance outcomes, and build a high-performing, values-driven culture. Core areas of ownership include Talent Acquisition, HR Business Partner leadership, Leadership Development, Performance Management, and Talent Mapping.

This is an opportunity to influence how the firm develops future leaders, supports business expansion, and uses people strategy as a long-term advantage.

About the Organization

Thorek/Scott and Partners has built a long-standing reputation in recruitment over nearly four decades, supporting employers across professional sectors in Canada and internationally. The client for this search is a well-established investment management business with a collaborative environment, deep market credibility, and capabilities spanning fundamental, quantitative, and private market strategies.

Key Responsibilities

The AVP, People & Culture will lead several critical people functions and partner with senior stakeholders to turn strategy into practical programs and measurable results.

Human Resources Business Partner Leadership

• Guide, coach, and oversee the HR Business Partner team to ensure consistent and effective support across the organization.
• Build a strong HRBP operating model that enables meaningful partnership with business leaders and supports strategic priorities.
• Strengthen team capability and promote ongoing improvement within the HRBP function.

Performance Management and Talent Development

• Own and assess the annual performance management cycle, ensuring it supports business goals and talent priorities.
• Create and continuously refine a competency-based performance framework that helps leaders evaluate performance, provide feedback, recognize contributions, address gaps, and encourage development.
• Use insights from performance management to support succession planning, workforce planning, leadership development, and broader organizational effectiveness work.

Talent Acquisition

• Lead the talent acquisition strategy and function to attract, assess, and hire strong candidates across the organization.
• Track market trends and develop proactive sourcing approaches for critical and difficult-to-fill positions.

Leadership Development, Talent Management, and Succession

• Design and deliver leadership development strategies and programs that improve capability and leadership effectiveness across all levels.
• Work with the CHRO and business leaders to identify future leadership needs and build a stronger succession pipeline.

Organizational Effectiveness and Culture

• Partner with the CHRO and business leaders on workforce planning, organizational change, and other initiatives that support strategic objectives.
• Drive programs that improve employee engagement, leadership effectiveness, and overall organizational capability.
• Develop a people and culture measurement approach to track talent and effectiveness metrics and evaluate the impact and return on investment of leadership and talent programs.

Candidate Profile

The ideal candidate is a confident, collaborative HR leader with deep experience in complex, talent-centric organizations. They should be comfortable balancing strategic priorities with operational discipline and have a strong track record of building effective people programs.

Desired Qualifications

• At least 10 years of progressive human resources experience, including leadership responsibility in sophisticated organizations with a strong focus on talent.
• Proven background leading Talent Acquisition and HR Business Partner functions.
• Demonstrated success in building and implementing leadership development, performance management, talent review, and talent mapping programs.
• Experience working effectively in fast-paced, performance-driven environments.
• Strong commercial and business judgment, with the ability to align people strategies to business outcomes.
• Excellent influencing, relationship-building, and stakeholder management skills.
• Strong communication, coaching, and consulting abilities.
• High level of organization and operational discipline, with the ability to create scalable processes and improve efficiency through technology and process improvements.
• Collaborative, values-based leadership style that encourages engagement, accountability, and continuous learning.

Additional Information

Legal authorization to work in Canada is required for this position.

All resumes shared for this opportunity will be handled in strict confidence. Candidates whose experience most closely matches the client’s requirements will be contacted.

Referrals are welcome for anyone in your network who may be a strong fit for this opportunity.

The role is based in Toronto, Ontario, Canada and is on-site.